Transform the culture of scrolling into a learning culture
Confession time: You have probably spent an hour (or 2) scroll Booktok and watch clips of 90 seconds of sobbing people on a fictitious break … then immediately added this book to your TBR battery. We were all there. But here is the botter: you haven't read the book. You have just seen a dozen extracts from different and visually dynamic creators of different creators – many cutlery covering the same five scenes – and yet you have the impression of knowing the intrigue, the characters and exactly when you are going to need fabrics. Does that seem familiar?
Short, hot and sticky: Booktok lessons for microlearning design
If you work in learning and development (L&D), it sis it that. Because this is exactly how the microlearning works when it is well done: short, engaging and focused content focused on – it does not stick. Overflow this, okay?
To cry on fictitious men in controlling compliance
Booktok not only sells books – he creates moments of learning. In 60 to 90 seconds, the creators have stored a scene, stirring an emotion, introducing a dilemma and letting you want more. It is the Sweet Spot Microlearning: context, emotion, brevity and continuity.
It is the same psychology that Microsoft has exploited with his series of now famous trust codes – a set of brilliantly bingable short videos designed to teach employees compliance. Instead of reading a 50 -page political document, the employees watched a Netflix style drama take place in 5 -minute episodes. Spoiler: They actually remembered.
Learning theories, now with a little spice
Let's be honest: Booktok is not only the music of a sad girl piano and introspective narrators. A large part of its popularity? The spice. You know – these looks in slow motion, the touches of desire and the characters who whisper things that would absolutely do not pass the HR criticism. And although your business training should not become complete with “enemies to lovers”, there is something to learn here.
The lesson? Emotional tension leads to a commitment
In learning to design, we call this “desirable difficulty” – presenting challenges that cause thought, curiosity or a little tension. If your learner breaks without emotional friction, he will not remember anything. Do you want them to stay with your content? Make them feel something. Frustration. Surprise. Triumph. Even a small, used embarrassment of a scenario has been wrong. Use narrative tension. Tease the results. Delay the revelation. Make sure that the issues feel real.
L&D, Meet Marketing: Booktok's not so secret strategy
Another thing of the books of books? Threshing. People don't just look at clips. They buy candles that smell the main character. These are pre -order. They create whole reading lists for fictitious couples.
What does this mean for L&D?
You should stop treating learning as a compulsory pop-up and start thinking about it as a campaign. Press the 4 PS (but do it L&D):
- Product
Training content. Do it actually good (aka, useful, relevant, short). - Promotion
Tequine it with trailers, highlighting coils or a countdown of Slack Emoji. - Investment
Put it where the learners are already (for example, teams, e-mail, lms, mobile, even tiktok) - Price
Not in dollars, but in time and attention. Keep it short, clear and is worth their roll.
Also? Lean about Fomo. Highlight the completion statistics. Show stories of success. Share the results of the real world (“85% of managers who finished this module improved the team's engagement scores in T2”).
The training does not need to be dry and hidden behind six clicks on your LMS. Make something look on which they want to click. Spark Curiosity. Transformation index. Use narration and cliffhangers. Yes, even in accordance.
The lessons of the frenzy on Booktok for microlearning design
Here are some ways to bring Booktok's energy to your training design:
Reflection series, no sagas
Break long courses in short thematic modules. Everyone should look like an episode of a series, not an autonomous conference.
Use visuals and sound for impact
The animated graphics, the music and the voiceover give life to the microlearning. If a tiktokker can make you cry in 60 seconds, your training can at least make people laugh.
Start in the middle
Booktok's clips often leave you in the highlighting point. Do not be afraid to hang your learners with a problem, a drama or a challenge from the start.
Design of scrolling culture
Suppose the attention of attention are short and train as if you were in competition with Tiktok. The rapid rhythm, the impactful narration, the interactive choices and the unexpected twists are going very far.
Rewatchability
Let the learners revisit short videos or fast scenarios as refreshments. Rehearsal should not be boring when the content is dynamic.
The essential: booktok for microlearning design
Booktok can be built on sorrow, tropes and sweet piano music, but its formula works because it understands how people consume information today. And in the era of the overload of information, microlearning is not only fashionable – it is essential. So, the next time you have storyboarding, your next training module, take a booktok page for microlearning design: keep it short, make it emotional and always let them want more.
Learning elm
We create significant learning experiences to build a community within an organization. Our learning programs get measurable results because we combine the principles of Neurolearning®, design thought and convincing narration.
